So many candidates, so little time— and sometimes all of them look like a perfect fit for the position!
Manual labor is out; with the right tools, you’ll be able to speed up, automate, and elevate the talent acquisition process and eliminate chances for human mistakes and oversights.
In this article, we’ll recommend you just that: a selection of excellent talent acquisition tools. There are six of them in total (two of each), divided into the following sections according to the hiring stage:
- Candidate Sourcing Tools;
- Applicant Tracking Systems;
- Candidate Assesment Tools.
Here we’ll describe how these tools work, their strongest features, and assess the value for money.
Try them out, mix and match — and let us know if some of these made your life easier. 🪶
These candidate sourcing tools will help you discover experts in any niche.
You can target unemployed candidates, freelancers, independent contractors, or headhunt prospects that are currently not looking for new job opportunities. They might change their minds once they hear your offer!
Best for: Long-term talent acquisition strategy, employer branding, and authentic connection.
Granted, using LinkedIn to hunt for potential employees still demands some manual labor — but hear us out. LinkedIn has tons of benefits as a talent acquisition tool.
Using automated, tech-powered talent acquisition software shortens the process and makes it easier, but it can’t replicate the authentic communication you get with LinkedIn. People say social media isn’t exactly famous for authenticity, but you’re free to make things different and own the game.
Actually, LinkedIn can do the work for you if you follow these simple steps:
- Join professional groups, follow notable industry figures and your company’s competitors;
- Browse through their posts and comments to discover people looking for the job: you’ll notice the green “Open to Work” rings on their PFPs;
- Go a step further and contact even those who aren’t looking for new opportunities;
- Don’t be afraid to join, or start the conversation! There’s a lot of solidarity among the LinkedIn folks, and your job posting will likely be shared far and wide.
Simple as that.
What’s even better: not even the “hard mode” is difficult: it includes all of the above, with some consistency. Also, when you’re posting on behalf of your company, frame it as a great place to work, highlight the benefits, and candidates will swarm — so you won’t have to chase them as hard, just cherry-pick the best candidates.
Best for: Outbound recruiting from all over the web, with solid candidate engagement features.
HireEZ is a rich outbound recruiting platform. It has access to more than 45+ websites where candidates gather (LinkedIn, GitHub, Twitter, AngelList, Meta (Facebook), etc), and uses AI to analyze their data and provide you with potential employees who fit the criteria.
It puts additional focus on minority categories for diverse hiring. HireEZ complies with several acts/standards to protect the candidate data (CCPA, GDPR, SOC 2, SOC 3 + SSO, and MFA, to name a few).
Other notable features include:
- Centralized HR platform with a Chrome Extension — A flexible portal making teamwork and administrative tasks easier.
- Boolean Builder — Boolean Strings enriched with AI precisely define the candidate profile;
- Candidate Engagement — Although the main purpose of HireEZ is candidate sourcing, it also has candidate engagement and scheduling options (email/phone collection, engagement notifications, email tracking and analytics, automated meeting scheduling).
This tool puts special focus on these industries:
- Security and Defense.
Considering all these possibilities and pricing ($149/month for Professional (individual) and Custom for recruiting teams), HireEZ looks like a scalable solution, which individuals, SMBs, and enterprises may find attractive.
ATS is the “brains” of the hiring process; it is in charge of:
- Collecting and storing candidate information;
- Filtering and organizing the candidates according to multiple keywords and criteria;
- Selecting the best applicants with the help of AI;
- Managing the job postings and applications (interview scheduling, automated emails, and notifications).
Not all of them work the same. When picking an ATS, be sure to pick a tool with a plan that matches your needs exactly. Additionally, look for the ones that can scale and grow with you. An ATS that’s too robust is a waste of money, and the one too weak will make the hiring process unnecessarily hard.
Best for: A complete ATS with dozens of features, focused on resume formatting, data sorting, and job broadcasting.
Recruiteze is an all-in-one ATS we built to streamline the recruiting — and help HRs fall back in love with their calling.
Every team has its own tempo, so our system enables you to create a custom workflow.
The software keeps track of all candidate-related metrics, such as jobs published, received applications, interviews scheduled, and how many candidates have accepted or declined jobs. Email integration (Gmail, Outlook, Yahoo, Exchange email) lets you automate the response to the best candidates.
These are the strong sides of our applicant tracking system:
- Powerful Job Broadcasting — Recruiteze users can publish jobs on Indeed, ZipRecruiter, Google Jobs, and a lot more online job boards, all with a single click;
- Cloud-based Software — HRs can access the tool wherever there’s an internet connection. Cloud technology makes it accessible and flexible since the backend is handled on our part;
- Unlimited Tagging & Filtering — Get as precise as you want with filters, and you’ll receive pinpoint accurate results;
- Comprehensive CRM platform — Everything is conveniently organized and lets the HR teams review relationship history with each candidate.
Recruiteze covers tons of additional features with one powerful, cloud-based solution. Apart from typical ATS tools, you also get:
- Customer Support for Everyone — We don’t value Enterprise users over lower-tiered users: you all matter to us equally! That’s why every Recruiteze user gets full customer support at short notice.
- Widget for Careers Page — Embed the widget into the “Careers” page, and visitors will be able to scroll through it to see all your openings. Once they click on a job that interests them, they’ll be directed to your customized online application.
There are multiple pricing plans, all with 15-day free trials that don’t require contracts or credit card info:
All plans are paid on monthly basis, and you don’t need to sign any contracts, ever.
In conclusion, Recruiteze is iz completely flexible, covering anything from small businesses and solo HR pros, to larger companies — but we think SMBs will be especially thrilled with it.
Sign up for free and see for yourself — no strings attached.
Best for: An easy-to-use ATS with 300+ pre-built integrations.
Find, track, vet, and hire — Greenhouse is a complete ATS that checks all the boxes.
Users describe it as easy to navigate, adaptable, and reliable, although a couple of reviews mention that reporting is too complex (according to g2.com).
The whole platform truly is beautiful and easy to use, just like the reviews say. The simplicity spreads across all features, creating a pleasant experience for recruiters and candidates. Candidate self-scheduling is tidy on all devices, and bias-removing nudges ensure recruiters stay objective while vetting the candidates. However, they present as pop-up reminders, which can get annoying after a while.
Greenhouse boasts data-driven recruiting. LinkedIn capturing feature is especially convenient: in a couple of links, Greenhouse users can pull the info from the candidate’s account and add the prospect into the system.
Other great features we’ve noticed are:
- Pre-built integrations — Greenhouse can be integrated with almost any other tool in HR’s tech stack, powered by excellent APIs;
- Teamwork-friendly interface — The hiring process is optimized to perfection and it’s easy to get all hiring managers involved.
Pricing is completely customizable, but there’s no way to get the ballpark estimate without contacting Greenhouse for a quote.
According to its capabilities, ambitious growth, and custom pricing, Greenhouse seems like a good match for enterprises, although there are plans that include companies with 1-50 and 20.000+ employees.
Candidate Assessment Tools help HR specialists evaluate the applicants’ knowledge, skills, and personality, to see who’s the best fit for the collective.
Certain positions demand specific, complex skillsets and technical knowledge — think developers and data experts. HRs not being knowledgeable enough in those fields is not an issue anymore. Modern tools create perfect tests to examine candidates’ skills, so recruiters don’t need to intervene as much.
Best for: Evaluating software developers and conducting live coding interviews.
DevSkiller is an assessment platform dedicated to tech pros:
- Engineers (Software, DevOps, QA, Security);
- Developers (Mobile, Frontend, Backend, Full Stack);
- Data Scientists;
- Low/no-code technologies and software.
HRs use it to screen the applicants with online coding tests that cover more than 220 programming languages, frameworks, and libraries. Additionally, DevSkiller provides Recruitment Certification Course for tech recruiters.
DevSkiller has candidate data anonymization features and a fully remote-friendly process, removing hiring bias completely.
This talent acquisition tool for developers consists of two products:
1. TalentScore ($499/month): select the skills to be tested, send the test invite, and receive automated and objective scores.
2. TalentBoost ($999/month): a data-backed employee growth platform that helps recruiters assign projects based on employees’ talents, fill the employees’ knowledge gaps, and track their progress.
Pricing is custom, but the prices of TalentScore and TalentBoost are quite hefty, signaling this tool is best used by large companies and enterprises. It’s difficult to estimate the exact pricing and scope of features you need without a personal consultation.
This makes DevSkiller slow an